JOB DESCRIPTION JOB TITLE: DEPARTMENT: MAIN JOB PURPOSE:

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1 JOB DESCRIPTION JOB TITLE: DEPARTMENT: MAIN JOB PURPOSE: KEY STAKEHOLDERS: REPORTS TO: DIRECT REPORTS: SALARY: HR Manager Human Resurces Respnsible fr the delivery f an efficient and effective peratinal HR service; supprting the achievement f business bjectives and financial targets thrugh imprved rganisatinal perfrmance. User Vice - Funder, Managers and Staff COO Currently nne Market rate Key Behaviurs Is Mtivated Self Starter Mtivated t wrk fr scial change and psitive utcmes fr client grups in criminal justice Self-starter wh enjys challenges Wrks well under pressure Stakehlder management & Champins the User Vice brand Establishes and maintains cntacts and relatinships acrss the business Develps and leverages an external netwrk Acts as a rle mdel fr the business Is Practive & Anticipates Intervenes early having sptted prblems and risks Evaluates best practice and cnstantly lks fr means f applying it Initiates and intervenes in ways that add business value Is Results Orientated Has a strng custmer rientatin Leads by example with a psitive cand attitude Makes a difference and demnstrates resilience Cntributes Cmmercially Makes links between HR and Business Strategy Ensures they have develped an awareness f cmmercial issues and dependencies Is Analytical Understands and utilises all tls HR has t hand t prvide and analyse management infrmatin Identifies assciated csts and hw t address them

2 Lead Respnsibilities and Key Accuntabilities Emplyee Relatins and Cmmunicatins Respnsible fr the Staff Handbk ensuring HR plicies & prcedures are bth relevant t the business as well as up t date and reflect changes in legislatin. Manage and reslve all cmplex grievance and disciplinary issues keeping escalatin and cst t a minimum whilst remining within legal parameters. T prvide advice and supprt t Managers n all peratinal HR issues within the emplyee lifecycle such as prbatinary reviews, absence management thrugh t perfrmance management etc. Cmmunicate and prvide clarity t staff (at all levels) n all key HR prcesses such as perfrmance management T cach line managers ensuring they have the skills and capability t reslve day t day peratinal HR issues independently wherever apprpriate. Timely reslutin f emplyee relatins issues Reductin f discipline and grievance escalatins t Funder Identificatin and reslutin f trends, and risks as identified by the pattern f discipline and grievances Relatinship Management The tw-way cmmunicatin f plans and activities ensuring alignment between all HR interventins and the wider business cntext / plans Act as a rle mdel fr the business internally and externally Secure and build an internal / external netwrk t ensure ptimum HR slutins are available Act as a HR service delivery accunt manager t the business t identify and reslve any prblems and issues with the Cascade HR service. Take practive actin t bring abut effective reslutin drawing n peratinal experiences t cntinually enhance Operatinal HR delivery Becme recgnised as an integral member f the management team Ensure all HR initiatives are fully aligned t the business with agreed ROI Service delivery issues are identified and reslved within agreed timescales as per agreed SLA s Reduced requirement t initiate HR slutins frm scratch, based n imprved leverage f the external / internal netwrk Management Infrmatin (HR metrics) and Data Analysis Set up a basic emplyee database t enable extract and analyse emplyee data t infrm business decisins Identify trends and anmalies in emplyee data, drawing cnclusins fr actin Mnitr and seek pprtunities t enhance data quality Influence and champin the use f self-service and ther HR IT-related initiatives, accelerating take-up and embedding use within the business Agree key HR metrics and perfrmance indicatrs Quality f emplyee data fr business Implementatin f self-service capability and reslutin f issues

3 Talent and Perfrmance Management Create a business led perfrmance management prcess, implement and embed within the business Prvide advice and supprt t the business n cmplex perfrmance management issues Prvide first line supprt t the business in diagnsing skills gaps and identifying apprpriate learning interventins Reduced perfrmance management issues escalated t Funder Recruitment and Reward Own the develpment f the manpwer plan, ensuring it is business-aligned, accurate and fully frecasted Oversee the recruitment & selectin decisins and prcess t ensure that line managers fllw best practice techniques Participate in the selectin prcess with the business where apprpriate Supprt managers with the inductin f new staff As part f the inductin prcess ensure all staff have a clear understanding fr the adherence f key prcess such as expenses plicy, cntractual bligatins etc Find slutins fr reward and recgnitin, wrking with managers t develp and apply apprpriate interventins fr staff Evaluatin f selectin decisins and manpwer budget Reduced reward-related issues escalated t Funder

4 PERSON PROFILE Criteria Essential Desirable Educatin / Qualificatins Educated t CIPD level 5 r similar with relevant HR experience with Assciate membership f CIPD Educated t CIPD level 7 with full membership f the CIPD Previus experience f wrking with ex-ffenders Experience Previus peratinal HR experience, with at least threeyears f wrking within a high emplyee relatins type envirnment i.e. retail Crss functinal team wrking Experience f wrking with a business partner apprach t HR gained in a cmmercial envirnment Experience gained acrss different rganisatins / rganisatinal cultures Experience f influencing thrugh a matrix rganisatinal structure Knw-hw Sund understanding f emplyment legislatin and emplyee relatins best practice Micrsft Office applicatins especially Excel and PwerPint Managing industrial relatinships Skills / Abilities / Persnal Attributes Credibility t influence and engage with managers Highly rganised and able t cpe with ambiguity and changing pririties Innvative with experience f highlevel cntact with custmers and key influencers Effective cmmunicatin skills with the ability t listen, negtiate, engage and cnsult with thers Ability t think peratinally and laterally, adjusting style t achieve the desired utcmes with the ability t make and implement decisins Understanding f the impact that HR service delivery has n the business peratinal and financial psitins Builds a netwrk f influencers and cntacts, prviding access t best practice Is sught ut fr advice n a wide range f business prblems by virtue f demnstrated breadth and depth f business perspective and HR capability Balances risk and reward fr setting the HR agenda with the business Identifies and cmmunicates the link between business activity and HR plans Ability t build cmplex stakehlder relatinships

5 FURTHER INFORMATION Equality and diversity User Vice welcmes applicatins frm ex-ffenders and frm all sectins f the cmmunity regardless f race, gender, sexual rientatin, religin, age r disability. Disclsure and Barring Service (DBS) checks This pst is subject t a standard criminal recrd disclsure check via the new Disclsure and Barring Service (DBS) prcesses. The purpse f the check is t ensure that the nature f the applicant s criminal recrd, cnsidered alngside evidence f the applicant s rehabilitatin, des nt indicate that his r her emplyment in this rle wuld put current service users at risk.